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PAGSASANAY SA TAGUMPAY
For kaizen reports: You must post pictures under this template duly classified. Answer and provide pictures for all headings. COMPLY AND UNDERSTAND.
1. Pics of office (storage, files)/chapel, cr. Also post pictures of your staff in complete uniform daily with id for am talk) STRICT COMPLIANCE
2. Pics of site (the park) beautification/construction
3. Pics of warehouse inside and outside; SHOW INVENTORIES AND LOCKS
4. Pics of inventory of equipment (especially of those non operating) and materials
5. Pics of operational equipment
To: Holy Gardens Pangasinan
Thru : Ms. Madel Saguinsin
Subject: REMINDER - LIQUIDATION OF CASH ADVANCE (Amounts taken
from collection) to finance operations
Goal: 1. To remind and set in order correct financial controls
2. To lessen delays and speed up transactions and up Customer
Service
3. To lessen cases of non conformance to procedures
Background:
Pangasinan has made numerous requests to take money from collections to finance its operations like interment and funeral service. These were granted for so long as these are immediately liquidated However what amounted to and passes off as liquidation was to deposit the excess of what is needed.
REMINDER ON LIQUIDATION
The correct liquidation procedure is:
1. SBU takes the amount approved by the 3f from collection; the evidence
of this is a cash voucher. The treatment of this is an AR
We would enjoin that the AR be in the name of the CMO or the most senior
in the organization or the requisitioner of the advance
It is enjoined that a cash advance form be accomplished and emailed to 3f to show proof of a cash advance from collection
2. After spending the amount the SBU must
1. Produce all the receipts, and send the the same with cash advance form. This is the beginning of the liquidation process
2. This must be done within 72 hours after the event.
3. The excess amount shall be deposited at the sbu depository bank. The
deposit slip must accompany the liquidation
3 3f ap will do a cv to correspond to the receipts presented under 2.1
and make a check payable to the SBU corporate name
Once the check is deposited in the name of the SBU the AR, the cash
PAGSASANAY SA TAGUMPAY
For kaizen reports: You must post pictures under this template duly classified. Answer and provide pictures for all headings. COMPLY AND UNDERSTAND.
1. Pics of office (storage, files)/chapel, cr. Also post pictures of your staff in complete uniform daily with id for am talk) STRICT COMPLIANCE
2. Pics of site (the park) beautification/construction
3. Pics of warehouse inside and outside; SHOW INVENTORIES AND LOCKS
4. Pics of inventory of equipment (especially of those non operating) and materials
5. Pics of operational equipment
Team building activittes often remind us of games and retreats. It does not have to be that way. They can be direct and practical ways of making a new recruit become part of the team and be a much better worker.
We can review other past old inane team building activities:
Skip ahead to the activities using the links below!
Team building is an ongoing process that helps a work group evolve into a cohesive unit. The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another’s individual differences.
The problem with the way most companies do it is that they view it as an activity. Today we’re going to do team building. Afterwards, our team will be built and we can increase output by 11%! Wrong…
Team building is:
Regularly recurring, not just a one-time fix
Made up of work, leisure, collaboration, problem solving and projects
Anything from a retreat to a small work picnic — or not an ‘event’ at all
From that, you can see it’s much more than just a few silly games. Let’s look at how three companies approach it.
Team building case study #1: Buffer
For a masterclass in team building done right, you don’t have to look far. Buffer’s Open blog documents a lot of the internal processes the company goes through to strengthen its culture, processes and brand. Let’s look at an example:
In 2015, Buffer spent over $111k on getting the whole team together every 5 months to strengthen team bonds and get to know new faces. Since Buffer — like Process Street — is fully remote, it’s important that the idea of a team isn’t an abstract one and all members realize that they’re actually working alongside real people, not just usernames on Slack.
As well as big every-five-month meet-ups, Buffer has also started having smaller local hangouts so no one feels disconnected for too long.
On the topic of why they spend so much money on team building retreats, Buffer CEO Joel Gascoine says:
“[…] there’s something magical that happens when you meet in person. In a retreat setting it’s even more powerful. We have casual meals together and do activities on off days. We can learn about what makes each other tick and what our true passions are.”
Team building case study #2: Zapier
An open channel for communication is vital for team building. Without a place to chill out and loosen up, there’s not going to be any situation in which natural interaction can occur.
Like us, and thousands of other companies, Zapieruses Slack’s #general channel as its remote water cooler. Employees post gifs, memes, and generally mess about in a free environment.
As well as that, they take a similar approach to in-person meetings as Buffer. CEO Wade Foster says:
“[…] some things are just better done in person. For instance, it’s hard to have a casual conversation with a teammate over Google Hangout about their kids, shoot the breeze about some random idea you’ve had improving a secondary process in the company or sit down and talk about company values. All those things tend to naturally happen in person, while they don’t happen in a remote team, unless you force it.”
To spark conversation that would normally have to be forced, Zapier has run five retreats so far in California, Washington, Colorado, Alabama and Utah.
Team building case study #3: Google
Moving away from the startup world to get some enterprise examples, it turns out that humans are humans no matter what size company they work in. Google found the most important way to improve team relationships was to encourage the open sharing of feelings.
“The Google research found that people don’t want to have to put on a ‘work face’ when they arrived at their desk each morning, that is to have complete separation of work and home life. It turns out we want people to ask how they are feeling and have a safe environment to share our feelings no matter how messy or sad or excited we are feeling, without fear of reprisal. Leaders need to allow for the creation of an emotional safety net to develop within their teams. One way to create this environment is to carve out time for people to actually share their feelings and not just updates on the latest reports or budget numbers.”
The way Google implemented this strategy was, unsurprisingly, by developing software. The software allowed members do a 10-minute pulse check on the following 5 elements:
Psychological safety: Team members feel safe to take risks and be vulnerable in front of each other
Dependability: Team members get things done on time and meet Google’s high bar for excellence
Structure & clarity: Team members have clear roles, planes, and goals
Meaning: Work is personally important to team members
Impact: Team members think their work matters and creates change
Then, they’d have a live in-person chat to talk about the test results and be provided with resources to help teams improve across these 5 areas. Over 3,000 Googlers have used the tool, and reported that having framework to talk about their issues openly was the most impactful part of the experience, as well as reporting a 6% lift in psychological safety and a 10% life in structure and clarity.
The positive effects of team building on your company
Team building helps an isolated group of people come together, combine their skills, and become more than the sum of their parts. Without a strong team, there can be bitterness, unresolved disputes, low productivity and unwillingness to communicate.
Here’s how it helps:
Communication becomes effortless
Whether it’s in person or remotely, communication is vital to the survival of a company. Just look at how insanely popular Slack has gotten, and email beforehand. Some of the most popular tools in business are there to facilitate communication, and that’s for one good reason: without communication, nothing can be managed, reported, brainstormed, tracked, or improved.
Even though it’s mandatory for teams to communicate, it’s a lot more efficient and motivating if teams don’t feel uncomfortable talking to each other. As I looked at earlier, Zapier keeps group Slack channels as an open forum for gifs, memes and silliness alongside general chit-chat.
Onboarding happens quickly
Onboarding — the process of getting new hires integrated and ready to work as fast as possible — is something you can’t really afford to mess up.
Onboarding programs can increase retention by 25% and improve employee performance by 11%.
Employees who participate in a structured onboarding program are 69% more likely to stay with an organization for 3 years.
It takes 8-12 months for new hires to be as proficient as their tenured colleagues.
15% of employees said the lack of an effective onboarding program aided in their decision to quit.
And why does this have anything to do with team building? Well, a big part of onboarding is a focus on company culture and connecting with your co-workers. Just look at Google’s five-point Just in Time onboarding checklist, for example. Three of the five points are directly related to culture and integration:
Having a discussion about roles and responsibilities
Matching the new hire with a peer buddy
Helping the new hire build a social network
Setting up employee onboarding check-ins once a month for the new hire’s first six months
Motivated employees engage better with their work, increasing their productivity by 43%, says Hay Group. A major goal in team building is motivation, because it makes employees feel closer with their work and responsible for doing a good job with their colleagues.
Since team building breaks down the boundaries between leader and team, members will also be more motivated to speak out when they have an idea — something Google calls Psychological Safety.
How to make team building into a process
Team building isn’t quite as tangible as sales, leads, or revenue, but that doesn’t mean it can’t be executed repeatedly and tracked — it just means it might be more difficult to do effectively if you don’t think about it as a process.
Team building needs to be both a series of initiatives (like Buffer’s and Zapier’s regular retreats) and something baked into your current processes, such as employee onboarding.
Where it all starts: Employee onboarding
Employee onboarding will make up a new employee’s first impression of your company, so it’s the ideal place to set standards. Warm welcomes, meet-ups in casual settings (bars, restaurants), and assigning a buddy are all good practices to help the new hire fit in later on down the road and get off to a good start.
1. Prospecting
2. Qualifying
3. Closing
4. Follow up
5. Reading books, watching video, blogs, website
Action plan: read books, get hold of your brochures and manuals
3. How to:
1. Paperworks
2. Size up competitors
3. Compare products
4. Compute for the price, MA penalties
Read the manuals, ask back office people to teach you
4. Developing your identity, image (confidence and ability level)
1. Belief in you self, company your product. Through belief in the industry and trust in the product. Technical competency. Be engaged and passionate about your product
2. Credibility
Action: Associate with staff who sell more, who sell higher value products
5. Understand people skills: how to win friends and influence people, psycho cybernetics. Watch how people do this. Watch other companies, other sellers, other businessmen
Witness how the trainees exceeded themselves by producing 12 toy cars (lego and play cars) whose parts were disassembled, in 5 minutes (well under the 10 minutes allowed time) They were organized were goal oriented, had communications and were united. We are proud of you
There are 5 ps which must be developed in an organization /enterprise. It is the goal of every one for himself and for the group to level up on the following areas:
1. PROFIT- Sales - Cost = GP
The organization must increase sales: by:
Increasing offerings (products)
Having promotions:
Price (discounts, better payment terms)
Events: raffles, shows etc
Ads, announcements
Increasing geographical coverage - expansion
Increasing sales force
Incentivizing the sales force
Product improvement:
features improvement
more uses for the products
2. Professionalism
Hiring professionals graduates
Skills development
Personal development of the employee
Training
High level of integrity and performance
3. Productivity
More output per capita
More output/vs input
Process improvement
Automation
4. Process
PDCA
Kaizen
Problem solving
5. Personal development
Team building
Vision board
Education
Book reports, blog reads, blog comments
Career path and promotion
Performance evaluation
Are you pursuing or aligned with any of the P improvement
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
RRURAC: Read, Respond, Understand, Reflect, Apply and Check
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
RRURAC: Read, Respond, Understand, Reflect, Apply and Check
1. Knowing where you are going. Know you objectives (VMOKRAPI) Know what you want (DWIFM.) Know your rewards.
And writing this down. Know your goal and write them down. That is the first step towards success. Writing this down is a sign of commitment and clarity of thinking.
